This study examined the relationship between job satisfaction and task and contextual performance. Speciﬁcally, it assessed this relationship for overall as well as facets of job satisfaction. Four hundred and forty-four employees in a manufacturing plant completed measures of job satisfaction and their supervisors completed measures of task and contextual job performance. Results indicate that the relationships between overall job satisfaction and task and contextual performance were the same. However, when the facets of job satisfaction were considered, different relationships emerged. There was a stronger relationship between satisfaction with supervision and contextual performance compared to task performance. In contrast, there was a stronger relationship between satisfaction with work and task performance compared to contextual performance. Results indicated the importance of considering different facets with the job satisfaction and job performance relationship, as well as the importance of matching predictors and criteria in terms of their levels of speciﬁcity.

This article is based in part on Arlette Decuir’s doctoral dissertation, conducted under the supervision of Winfred Arthur, Jr. at Texas A&M University. An earlier version of the article was presented at the 17th Annual Conference of the Society for Industrial and Organizational Psychology, Toronto, Canada.

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...Unit 2- What Factors Are Most Important to Your Job Satisfaction?
Kaplan University
School of Business and Management
MT302 Organizational Behavior
Author: Kedner Poux
Professor: Sapham Perez
Date: October 27, 2012
Everyone has their own way to express their satisfaction about their employee, however, job Satisfaction, according to Williams J., is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs" (Spector, 1997, p. 2). This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. However, according to Stephen P. Robbins and Timothy A Judge, job satisfaction is defined as a positive feeling about ones job resulting from an evaluation of its characteristics. There are so many factors that can explain how much people feel about their job and why they are changing jobs over and over. Between all of those factors the ones that I chose are the following starting from the highest level to the lowest one: job security, opportunities to use skills and abilities, safety in the work environment, career advancement opportunities and Benefits. How those factors become very important for my job satisfaction?
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... INTRODUCTION
1. BACKGROUND TO THE STUDY
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Although, performance appraisal itself...

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Jobperformance is formally defined as the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment (Colquitt, Wesson and LePine, 2009, p. 37). Jobperformance comprises of actions which are under the employees’ control, however it puts a limit on which actions are and are not significant to jobperformance. Under jobperformance, there are mainly three behaviors fit into categories that are significant. Task and contextual performance are the two categories that supportively promote the organization. Counterproductive behavior is the third category which promotes harmfully to the organization. Task performance includes the employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces (Colquitt et...

...SYNOPSIS
ON
A Study of MOTIVATION AND LEADERSHIP STRATEGIES working as a tool for jobperformance.
Submitted to the DAVV University, Indore in partial fulfillment of the requirements of the award of the degree of
Master’s of Business Administration
2012-2013
MEDI-CAPS INSTITUTE OF TECHNOLOGY
&amp;
MANAGEMENT
A.B.Road, Pigdamber, Rau
Indore - 453331
Phone No.: 0731-4259500, 2856294
Fax: 0731-4259501
E-mail: info@medicaps-institute.ac.in
SUBMITTED BY
Vrishali Tikalkar
Section X
UNDER THE GUIDANCE OF
Professor.Snjeevni Gangwani
MITM
Table of Contents
1. TITLE
2. INTRODUCTION (CONCEPTUAL FRAMEWORK)
3. REVIEW OF LITERATURE
4. RATIONALE BEHIND THE STUDY
5. RESEARCH METHODOLOGY
a) Objectives
b) Hypothesis
c) Sample plan
d) Tools of data collection
e) Tools of data analysis
6. LIMITATIONS OF STUDY
7. DIRECTION OF FUTURE RESEARCH
8. EXPECTED COUNTRIBUTION FROM STUDY
9. BIBLIOGRAPHY
Introduction
Leadership and motivation traditionally play a very important role in the functioning of organizations. Nowadays, the role of leadership and motivation increases even more significantly because of the growing competition and the increasing significance of human resources for the progress of organizations. In fact,...

...﻿
EXAMPLE OF A CRITICAL COMMENTARY OF A RESEARCH THESIS
A critique on the research design of the thesis:
Tseng, Yu-man (2009). A Study on Job Stress to Job Performance：Counseling as a Moderator. Taiwan: National Sun Yat-sen University, http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search-c/view_etd?URN=etd-1103109-054940 (Retrieved April 1, 2013)
Table of Content
Introduction ………………………………………………………..………………. 1
Overview of the research thesis ………………………………………..………….. 1-2
Critique of the research design:
(a) Problem statement/ introduction part ……………………………….…………. 2-3
(b) Literature review of the study …………………………………………….…… 3-4
(c) Methodology of the study …………………………………………………....… 4-6
(d) Discussion and Conclusion of the Study ………………………………………. 6-7
Conclusion ……………………………………………………………...…………. 7
Reference ……………………………………………………………………..…… 8
Introduction:
The thesis selected for my critique which is called “A Study on Job Stress to JobPerformance: Counseling as a Moderator” was written by Tseng, Yu-man in 2013. The thesis was done by a partial fulfillment of the requirements for the Degree of Master of Human Resource Management. It can be discovered on the Electronic Thesis Harvestable and Extensible System of National Sun Yat-Sen University. In this article, the overview of the thesis will be simply described followed by the critique on the research design and data analysis. A terse...